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ASSESSMENT 2 - S40046603 Flavio Cesar de Oliveira

BSBPMG515 Diploma of Project Management


Subject /Module : Manage Project Human Resources

Written or Oral Questions


1. Create a performance review template.
2. What methods and techniques can you use for improving
the performance of staff and helping them to learn new
skills?
3. What are the role and responsibilities of a project
manager?
4. Briefly describe what equal opportunity legislation and
occupational health and safety legislation covers.
5. Why should you assess for potential conflict and how?
6. Explain how you can manage all project personnel, in
order to hit targets and achieve desired project outcomes.
You should be aware of overall team performance, as well
as individual performances, when completing this task.
7. How would you identify any employees who are
struggling to meet the standards you require? Focus your
efforts on these employees, using human resource
management methods, techniques and tools to track and
improve their performance, without losing track of other
managerial tasks.
1.

Employee Roy Role : Cashier Date: N


Name: 09-08 8
Tasks : Ideal Actual
performance: performance:
Accounting Performance Actual
strict to avoid performance
accounting terrific with
mistake good outcomes
Stock Do not let the Pretty good with
lack stock and numbers
missing
Development Its under new Really good and
knowledge and studying master
come up to new degree in
ideas accounting
Improvement Knowledge Its all the time
about the deal trying to find out
and market answer to solve
problems

Signed: Project Manager FLAVIO

2. With a good feedback you will need to allot adequate


time for reviewing performance of your team to ensure
that everyone is working together as effectively as possible.
You may need to organize regular opportunities for
feedback for everybody involved e.g. all internal and
external stakeholders. Methods to elicit feedback include:

one to one sessions, workshops, group sessions surveys.

Forecasts can also help you predict what is need next e.g.
what resources are need nest week. They can also help you
to understand when certain risk factors are high e.g. the
availability of staff so that you can set contingencies e.g.
have a pool of resources from an agency that you use to
recruit at short notice.

There are many methods and techniques used for


improving the performance of staff and helping them to
learn new skills. For example:

Coaching involves creating an optimum environment for


learners to perform to the best of their abilities.

External training this involves an external body and can


be formal with an assessment leading to a qualification.

Mentoring involves regular contact with a person in a


similar or higher position.

On-the-job training involves learning the aspects of


through doing the tasks related to that job.

Performance feedback, including 360 this is a formal


review of performance and can involve a self-assessment
and a managers opinion on your performance.

Self-directed learning this involves a learner studying in


their own time.

Work rotation- this involves experiencing other peoples


role to understand better the structure of the organization
to then be able to work more cohesively. Coaching-
involves creating an optimum environment for learners to
perform to the best of their abilities.
3. The specific duties of a project manager vary from
industry to industry, company to company, and sometimes
even from project to project. But there are some key duties
and responsibilities that, if performed well, will help you
successfully complete your projects.

Some of the more important project manager


responsibilities and duties using the four functions of
management as a framework;

Planning, organizing, leading and controlling.

Understanding what some of the key project manager


duties are in relation to the four functions of management
framework will help you lead your projects to a successful
outcome.

4. In Victoria , workplace health and safety is governed by


a system of laws, regulations and compliance codes which
set out the responsibilities of employers and workers to
ensure that safety is maintained at work.

The occupational health and safety Act 2004(Act) is the


cornerstone of legislative and administrative measures to
improve occupational health and safety in Victoria. The act
sets out the key principles, duties and rights in relation to
occupational health and safety. The general nature of the
duties imposed by the Act means that they cover a very
wide variety of circumstances, do not readily date and
provide considerable flexibility for a duty holder to
determine what needs to be done supporting the Act as
requiring licenses for specific activities, keeping records, or
notifying certain matters.
Equal employment opportunity: all people should be
valued and treated with respect when it comes to their
individual differences. The equal opportunity Act 1984 was
created to be enforced in all workplaces. It identifies
features that may cause prejudices among group of people.
discrimination means unfair treatment of a person based
on prejudices. Under the Act, it is illegal for any person or
establishment to discriminate against another based on
gender, material status, sexual preferences, race,
culture/religious beliefs, personal principles or beliefs,
pregnancy, age, physical or mental impairment.

5. Because assessing potential conflict there will be likely


conflicts that could have an impact on work as the project
progresses. You should hold meetings with groups and
individuals to measure their happiness in their position and
the working environment. You should also look at evidence
e.g. performance documents, complaints forms, feedback
and references from prior work, attendance and quality of
work. This, together with feedback from the team member
in question will help to assess the risk of conflict.

6. There are various methods, techniques and tools that


can help you to support the engagement of personnel.
These methods, techniques and tools will help you to:

-select applicants and allocate tasks

-provide job descriptions

-monitor performance

-resolve conflicts

-produce forecasts
-develop strategies for learning and development.

To use human resource management tools you may need


to be familiar with organizing and managing different
formats for example:

Text, tables, diagrams, charts: line, scatter, bar, pie,


histogram.

Managing the performance of personnel is important for


the success of any project. Your organization will likely have
a performance monitoring policy that will guide you in how
you approach this. Policies may cover:

Assessments, rewards, staff development, training options,


promotion, unsatisfactory performance, counselling and
rehabilitation of workers, misconduct and termination.

There are different ways that you can manage the


performance of personnel using some of the tools already
described. For example a timetable can give you
information about the hours worked and therefore the
attendance of personnel. Additional ways to monitor the
work of project personnel, include performance reviews,
progress reports, complaints and feedback.

7. Measuring individual performance involves making a


judgement about how well an individual completes a
task. Criteria will differ according to the task undertaken
but may relate to:
-The time it took to complete the task
-Attendance
-The end result: is this correct?, is it complete?, is it
finished to the required standard? Within budget?
-Did the individual follow procedure?
Training should make clear the criteria for success and
ensure that progress is being made. You should also
assess whether sufficient support and training has been
given to the individual in order for them to complete the
tasks required, according to their role and position.

REFERENCES:

APC WORBOOK

JOANNE CLASS

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